Skailit - Training & Development Strategies

Module 1: Foundations of Training & Development

• Training (current job), Development (future roles), Education (broad knowledge), Learning (continuous process)
• Seven strategic benefits of T&D: performance, retention, succession, adaptability, compliance, employer brand, innovation
• The T&D cycle and the ADDIE model: Analysis, Design, Development, Implementation, Evaluation
• Seven types of training: induction, technical, soft skills, compliance, leadership, sales, cross-training
• Training is not always the right solution — diagnose root causes first

Module 2: Conducting a Training Needs Analysis (TNA)

• Three TNA levels: Organisational, Task / Job, Person / Individual
• Six data collection methods: surveys, interviews, observation, performance data, documents, skills matrix
• Prioritisation matrix: High Impact / High Urgency = Act immediately
• The TNA Report communicates findings and recommendations to stakeholders

Module 3: Designing Effective Training Programs

• SMART learning objectives using Bloom's Taxonomy action verbs
• Four-phase structure: Introduction (10–15%) → Content (40–50%) → Practice (30–40%) → Close (5–10%)
• 70:20:10 principle: 70% on-the-job, 20% coaching/interaction, 10% formal training
• Know (knowledge), Do (skills), Feel (attitude) — the three dimensions of learning
• Formative vs summative assessment; match assessment to Bloom's level
• Training Blueprint: the design document that drives everything

Module 4: Learning Theories & Instructional Methods

• Andragogy (Knowles): six principles of adult learning — self-concept, experience, readiness, orientation, motivation, need to know
• Kolb's cycle: Concrete Experience → Reflective Observation → Abstract Conceptualisation → Active Experimentation
• VARK styles: Visual, Auditory, Reading/Writing, Kinaesthetic — design for all four
• Seven instructional methods: ILT, OJT, Coaching, Case Studies, Role Play, Simulation, Group Discussion
• GROW coaching model: Goal, Reality, Options, Will

Module 5: Facilitating Training — Delivery Skills

• Trainer (expert who tells) vs Facilitator (guide who asks) — effective delivery requires both
• Pre-training preparation: audience, materials, room setup, tech check, personal preparation
• Opening: welcome, credibility, objectives, WIIFM, ground rules, energiser
• Core facilitation skills: questioning, active listening, managing group dynamics, pacing
• SBI Feedback Model: Situation, Behaviour, Impact
• Closing: summary, revisit objectives, action plans, assessment, evaluation, energetic close

Module 6: E-Learning & Digital Training Tools

• E-learning advantages: scalability, consistency, flexibility, cost reduction, automatic tracking
• Blended learning outperforms either face-to-face or online alone
• LMS platforms: Moodle, TalentLMS, Cornerstone, Canvas, Google Classroom
• Authoring tools: Articulate Storyline, Rise 360, iSpring, Canva, Loom
• Microlearning (2–5 minutes) + spaced repetition defeats the Forgetting Curve
• VILT best practices: max 90 minutes, use polling, breakout rooms, chat, co-host

Module 7: Onboarding & Induction Programs

• Induction (1–5 days, compliance) vs Onboarding (30–90+ days, integration)
• The Four C's: Compliance, Clarification, Culture, Connection
• 90-day programme: Pre-boarding → Week 1 → Month 1 → Months 2–3
• Onboarding buddy: peer support, answers unwritten questions, makes introductions
• Metrics: time-to-productivity, new hire retention, satisfaction scores

Module 8: Evaluating Training Effectiveness

• Kirkpatrick Four Levels: Reaction (survey), Learning (pre/post-test), Behaviour (observation, 360), Results (KPIs)
• Phillips' ROI: [(Benefits − Costs) / Costs] × 100
• Build evaluation into the Training Blueprint before delivery begins
• Transfer gap: only 10–20% of learning is applied. Fix with manager briefing, action plans, follow-up, job aids

Module 9: Building a Learning Culture

• A learning culture treats learning as everyday and ongoing — not a once-a-year event
• Leaders model learning: sharing, questioning, protecting time, rewarding curiosity
• IDPs, CoPs, Lunch and Learns, learning budgets, job rotation, recognition systems
• Annual training calendar: structured, visible, aligned to business priorities
• Measure with: training hours, investment %, completion rates, internal promotion rate, IDP coverage

The Golden Principles of Training & Development

"Design for the learner, not for the designer. Diagnose before you prescribe. Measure what matters. Train for transfer, not just completion. Build a culture where learning never stops."

Your Immediate Action Plan:

1. Conduct a TNA using at least three data collection methods before your next programme
2. Write SMART learning objectives with Bloom's action verbs for every module you design
3. Pilot a 90-day onboarding programme for your next new hire with a designated buddy
4. Introduce a blended learning approach — combine online modules with in-person application sessions
5. Evaluate your next training at all four Kirkpatrick levels with a pre-planned evaluation schedule
6. Set up one Community of Practice or monthly Lunch and Learn this quarter
7. Ensure every employee has an active Individual Development Plan by year-end
8. Present your T&D ROI data to leadership — demonstrate the value of your investment